2424‑0397

第 72 巻 第 4 号
2023 年 3 月

大阪大学経済学会
大阪大学大学院経済学研究科

会

長 開

本

浩

矢

評議員 （ABC 順）鴋澤歩（編集） Benjamin Michel Claude Poignard

堂

目

福

田

祐

一

開

本

廣

田

祝

迫

達

郎

笠

原 晃

恭（会計） 加

藤

浩

矢

卓
隼

福

重

元

嗣

石

黒

真

吾

人

勝

又

壮太郎

葛

城

政

明（会計） 霧

生 拓

也

高

也

松

村

真

宏

三

輪

一

統

村

宮

彦

西

原

理

西

村

幸

浩

田

克

東

生
誠

西

脇

雅

人

新

田

啓

之

延

岡

健太郎

太

恩

地

一

樹（編集） 小

野

哲

生

大

屋

幸

輔

Pierre-Yves Donzé

佐々木

勝

椎

葉

惠

行

谷

浦

憲

上

須

周

Wirawan Dony Dahana（編集）

映

山

井

許

Xia Chenxiao
安

田

洋

祐

淳

竹

内

道

徳

渡

辺

衛

東

山

本

千

﨑
本

亘
久
和

志（庶務）
博

大阪大学経済学
目

第72巻

第4号

次

論文
How Work-family Enrichment Beneﬁts from Intrinsic Career Success:
The Interactive Eﬀect of Traditional Asian Values and Gender……………………………………………………… Zhuo Zhang, Jie Li and Tomoki Sekiguchi

2022 年度

学生懸賞論文

受賞作要旨 …………………………………………………………

2022 年度

学部学生による自主研究奨励事業

最優秀研究要旨 ……………………………

訃報：竹岡敬温先生を悼む……………………………………………………… 鴋『大阪大学経済学』第 72 巻

令和 4 － 5 年

澤

1

17
20

歩

21

総目次 ……………………………………………

iVol. 72 No. 4

OSAKA ECONOMIC PAPERS

March 2023

How Work-family Enrichment Benefits from Intrinsic Career Success:
The Interactive Effect of Traditional Asian Values and Gender
Zhuo Zhang †, Jie Li ‡ and Tomoki Sekiguchi
Abstract
In recent years, an increasing amount of literature has been devoted to the positive work-familyinterface study. From a Resources-Gain-Development (RGD) perspective, this study investigated
the interactive relationship between employees’ subjective career success (SCS), Confucian andTaoist work values, gender, and work-to-family enrichment (WFE). Based on a sample of 433
full-time employees from two major Confucian countries, China and Japan, our study revealed
that the SCS has contributed to enhancing employees’ WFE, and the relationship is moderated
by Confucian values such that the relationship is stronger when the individuals have a low levelof Confucian values. Moreover, the three-way interaction suggested that the moderating effectof Confucian values on the relationship is stronger in the male group than in the female group.
Our findings indicate that organizations and managers can enhance employees’ WFE, which
may be related to various positive outcomes for organizations, by promoting their SCS. Also,organizations and managers should restrain the impact of Confucian values, especially in themale group. In addition, limitations and future research directions are also discussed in the paper.
JEL Classification: M1, M12, M14
Keywords: Subjective career success, Work-family enrichment, Confucian values, Taoist values,
GenderIntroduction
In recent years, there has been an increasing interest in work-family interface issues both inacademia and industry, whether because of the COVID-19 crisis or other social changes, such as
the advancement of women in the labor market, or changes in the labor division in the household(Powell et al., 2009; Vaziri et al., 2020; Lyu & Fan, 2020). Whereas many work-family interface
studies focused on conflict perspective, with a rising in positive psychology, a growing number ofstudies also examined the positive and reciprocal connections between different life domains, such as
positive spillover, work-family facilitation, and work-family enrichment (Greenhaus & Powell, 2006;†‡

Graduate Student, Graduate School of Economics, Osaka University
Associate Professor, International Business School Suzhou, Xi’an Jiaotong-Liverpool University
Professor, Graduate School of Management, Kyoto University

－2－

OSAKA ECONOMIC PAPERS

Vol. 72 No. 4

Koekemoer et al., 2020; Carlson et al., 2019). Adopting the role accumulation perspective (Marks,
1977), work-family enrichment is defined as “the extent to which experiences in one role improve thequality of life in the other role” (Greenhaus & Powell, 2006, p.73). It has a bidirectional dimension,
including work-to-family enrichment (WFE) which means work can enrich family life and familyto-work enrichment (FWE) which means family can enrich work life (Frone, 2003). Results fromearlier studies have established that both WFE and FWE are positively related to job satisfaction,organizational commitment, and individual’s well-being (McNall et al., 2010; Zhang et al., 2018),
however, in this study, we particularly focus on WFE for two reasons. First, from a social exchange
perspective, WFE is more strongly related to work-related outcomes rather than FWE (McNall etal., 2010). Second, compared to FWE, WFE can be enhanced by organizations through management
practices and policies, such as organizational support (Chen & Powell, 2012; Friedman & Greenhaus,
2000).
Given its positive effect on work-related outcomes, to date, attempts have been made to investigate theantecedents of WFE, including personal characteristics like work engagement (Rastogi & Chaudhary,2018), and contextual factors like family supportive organizational culture (Wayne et al., 2006;
Lapierre et al., 2018). Whereas, little attention has been paid to the impact of career success on WFE,
especially the subjective career success, which may be due to the lack of study on career success as anantecedent variable (Spurk et al., 2019). Accordingly, drawing upon the Resource-Gain-Development(RGD) perspective, one purpose of the present study is to investigate the effect of career success on
WFE.
Moreover, in their influential study of employing culture-sensitive theories in work-family interface
study, Powell, Francesco, and Ling (2009) remarked upon the influence of cultural dimensions on
work-family conflict and enrichment. Especially, considering the influence of traditional Chinese
cultures on East Asia, the second objective of this study is to verify the impact of Chinese traditional
values, including Confucian values, and Taoist values from a gender perspective.
This study makes three contributions to the literature and management practice. First, we unpack therelationship between career success and WFE differing from previous research. By demonstrating thepredictive effect of career success, this study may contribute towards a better understanding both ofwork-family enrichment and career study. Furthermore, results from this study underline the roles ofChinese traditional cultural values and gender on work-family issues. Additionally, our research alsooffers practical implications for managing one’s career and family life simultaneously.
Theoretical background and Hypotheses
RGD. RGD is a widely accepted perspective in work-family interface studies, such as work-family
facilitation and work-family enrichment, explaining why and how the positive connections arise as
well as elaborating the antecedents and the mechanism (Wayne et al., 2007). The basic premise of the
RGD perspective is that individuals have natural tendencies toward personal growth and developmentin their life domains, and these motive forces prompt individuals to gain, maximize and exploit theresources to achieve their goals (Wayne et al., 2007). Resources derive from the workplace referMarch 2023

How Work-family Enrichment Benefits from Intrinsic Career Success: The Interactive Effect of Traditional Asian Values and Gender－3－

to “those physical, psychological, social, or organizational aspects of the job” (p.312) which are
helpful for individuals to accomplish their goals, deal with job demands and reduce various losses
at work, and prompt personal growth and development (Bakker & Demerouti, 2007). From the
RGD perspective, since resources spillover from one role (e.g., work) to another role (e.g., family),resources valued by individuals, including skill and perspective, psychological and physical resources,
social capital resources, flexibility, and material resources, may increase the enrichment between
work and family (Greenhaus & Powell, 2006; Hunter et al., 2010). In our present study, we illustrate
the effects of subjective career success on work-family enrichment by clarifying that it contributes toresource gain from the work domain, and resource utilization to family domain.
The role of subjective career success
Career success represents the accumulation of positive psychological accomplishments and workrelated achievements from individual work experiences (Judge et al., 1995; Arthur et al., 2005,
p.179). It comprises objective career success and subjective career success. Objective career success(OCS) is based on tangible and quantifiable criteria (e.g., salary, position, or occupational prestige).
In contrast, subjective career success (SCS) refers to individuals’ affective reactions, self-evaluation,and feelings about their career (e.g., career satisfaction, perceived career success) (Singh et al., 2009;
Shockley et al., 2016; Seibert et al., 1999). Much of the research pays particular attention to theantecedents of career success with an aim of predicting and promoting individuals’ career success,however, since individuals may obtain various resources from subjective career success, it may
also act as a predictive variable for other work and life outcomes (Spurk et al., 2019). For instance,
the few previous studies state that SCS is positively related to multiple psychological resources,
including career self-efficacy, job satisfaction (Shockley et al., 2016; Park, 2009; Koekemoer et al.,2020). According to the RGD perspective, personal characteristics, such as career self-efficacy andsatisfaction, are key enablers to enhance WFE (Wayne et al., 2007; Hakanen et al., 2011). As well as
its direct influence on WFE, the resources generated from SCS also shape WFE trough the affective
path that is the positive psychological resources may (1) trigger individuals’ positive affect directly,
such as increasing individuals’ positive emotions and well-being in the workplace, or (2) via a better
work-related performance, and ultimately promote individuals’ WFE (Greenhaus & Powell, 2006;
Luszczynska et al., 2005; Tian et al., 2019). In consequence, we propose as following:
Hypothesis 1: SCS is positively related to WFE.
The moderating effects of Confucian values and Taoist values
Although most cross-culture studies on work-family interface concern work-family conflict, limited
previous studies suggest that cultural values may shape individuals’ experiences of work-familyenrichment both in the West and the East (Powell et al., 2009; Shockley et al., 2017; Cho & Choi,
2018). However, due to the limited exploration of cultural dimensions and characteristics, there is
still a lack of insight into the effect of Asian cultural values on work-family interface study (Lu et al.,2015).

－4－

OSAKA ECONOMIC PAPERS

Vol. 72 No. 4

Cultural values refer to “shared conceptions of what is good and desirable in the culture, the cultural
ideals” (Schwartz, 2006, p139), different from people from the West, in Asian countries, including
China, Japan, and Korea, both employees and managers are still profoundly influenced by values
traditional Asian culture values (Jin et al., 2013; Zhao & Roper, 2011). Confucian values are based on
Confucianism, a school of Ancient Philosophy developed from the teaching of Confucius (551 BC 479 BC). It emphasizes the social responsibilities and a series of virtue norms, such as benevolence(Ren), righteousness (Yi), ritual (Li), wisdom (Zhi), and fidelity (Xin), to rule individuals’ daily
behaviors in Chinese society (Fung, 1948; Zhao & Roper, 2011; Hofstede et al., 2005). Moreover, thevirtues and harmony are sustained by five cardinal relationships, so call wu-lun, including unequaland hierarchical relationships between father and son, sovereign and subject, husband and wife,
elder and younger brothers, and friend and friend (Hofstede & Bond, 1988; Park et al., 2005). These
relationships guide individuals to find their positions based on age and sex to behave appropriately(Farh et al., 1997; Park et al., 2005).
Previous studies have highlighted some general characteristics among people in Confucian countries
and illustrated their impacts on the work-family interface. For example, Siu et al. (2015), in astudy investigating the effect of social resources on WFE in the Chinese context, notes that as theyusually have a harmonious supervisor-subordinate relationship, Chinese employees are more likely
to experience WFE and job satisfaction. While an alternative understanding of resource gain in
Confucian societies, suggested by Li et al. (2021), is that reverence for authority may make employeesof high Confucian values keep distance from their supervisors and lead to less resource gain from theworkplace. Nonetheless, we argue that the levels of Confucian values will change the relationshipbetween SCS and WFE by influencing the resource gain and utilization processes. As ruled by wu-lun,
individuals in different positions are endowed with different duties and responsibilities. Hence, they
may be more inclined to fulfill one particular role rather than to juggle different domains equally. For
instance, traditionally, it has been argued that individuals in Confucian countries attach importanceto their family responsibilities (Wong & O’Driscoll, 2018; Jin et al., 2013); however, how they fulfill
family responsibilities will vary by their positions in wu-lun; like fathers, husbands, and elder brotherswith high levels of Confucian values, compared to sons, wives or younger brother in the family, may
have a solid tendency to contribute to their family by providing financial support (Cho & Choi, 2018;
Park & Chesla, 2007), and in order to achieve their personal financial goals, they may work long hours
and have limited involvement in family activities. Consequently, it is reasonable to consider that being
overly biased towards a single role may result in fewer engagements in the other role and negatively
affect WFE because of the limited resource gain or utilization. Therefore, we propose the following:
Hypothesis 2: Confucian values moderates the relationship between subjective career success andwork-family enrichment such that the relationship is stronger when Confucian values is low rather
than high.
We also argue that the level of individuals’ Taoist values will affect the relationship between subjective
career success and WFE. Taoism is a Chinese philosophy founded during the Warring States periodMarch 2023

How Work-family Enrichment Benefits from Intrinsic Career Success: The Interactive Effect of Traditional Asian Values and Gender－5－of China, almost simultaneously with Confucianism. Although the two schools of philosophies bothmaintain that things will turn into opposites when they become extreme and therefore advocate thegolden mean (Zhongyong), Confucianism and Taoism are two different schools as Confucianism
emphasizes social responsibility, order, and control, while Taoism underlines natural and security of
individual (Fung, 1948; Li et al., 2020). Moreover, despite Confucianism define tao as an entity, “theway and the method, of right conduct for the individual and for the state”, Taoism tao refers to thebeginning and origin of everything; it is an untamable term with a designation as “tao” and reveals
the nature of Taoism as “all things are relative……depending upon which partial viewpoint we see itfrom” (Creel, 1970, p2, p3; Fung, 1948). That is, in contrast to dualism or dichotomy from the Western
perspective, Taoism indicates a holistic and dynamic balancing perspective on opposite elements (Ma& Tsui, 2015; Li, 2016; Zhao & Ghiselli, 2016). Taoists consider the relationship between opposite
sides of things, such as softness and hardness, weakness and strength are interconnected, intertransformation, and integrated to achieve a dynamic balance (Li, 2016; Lin, Ho, and Lin, 2013).
Therefore, individuals with a high level of Taoist values have more flexible criteria and are more likely
to adapt to an environment full of conflicts and complexities (Xing & Sims, 2012), such as managing
their work and life roles simultaneously and effectively. To date, despite several previous studies haveinvestigated that high Taoist values be associated with leadership behavior and conflict management(e.g., Du, Ai, & Brugha, 2011; Xing & Starik, 2017), our knowledge about the effect of Taoist values
on work-family interface is limited. Thus, we predict the following:
Hypothesis 3: Taoist values moderates the relationship between subjective career success and workfamily enrichment such that the relationship is stronger when Taoist values is high rather than low.
The influence of gender on the moderating effect of Confucian values
Since males and females usually engage in different roles in work and family domains (Eagly, 1987),
they may value, demand, and utilize the resources in distinct ways, which may, in turn, affect their
WFE experiences (Wayne et al., 2007; Baral & Bhargava, 2011). In this study, we argue that gender
can affect the moderating effect of Confucian values on the relationship between SCS and WFE,
as predicted in Hypothesis 2. More definitely, we predict that the moderating effect of Confucianvalues is weaker for females rather than males. Because in Confucian societies, the notion of wu-lun
presumes “distinction between husband and wife”, and the wife be subordinate to her husband (Lau,
2004, p162; Dong, 2015). Although, due to economic development and other social changes, Asianpeople’s values system tends to transition, the influences of traditional values, such as Confucianvalues, are still profound and prevalent (Ralston et al., 2006; Cao, 2009). Thus, working femalesin Confucian countries must fulfill the family demands (e.g., childcare, education, most of thehousework) while carrying out their daily work. In other words, whether their Confucian values arehigher or lower, working females in Confucian countries nowadays may strive to manage work andfamily simultaneously, which makes WFE more likely to occur in the female group.
On the other hand, in the male group, the moderating effect of Confucian values on the relationshipbetween SCS and WFE is more significant Because in contrast to females, males with a high level

－6－

OSAKA ECONOMIC PAPERS

Vol. 72 No. 4of Confucian values may rarely take their family responsibilities beyond providing financial support.
That may result in a lack of utilization of resources derived from SCS, like psychological resources.
Moreover, males with a low level of Confucian values are more likely to experience WFE because
they may not adhere to traditional Confucian gender roles like the conservatives. Thus, we propose thefollowing three-way interaction between SCS, Confucian values, and gender.
Hypothesis 4: There will be a three-way interaction between SCS, Confucian values, and gender suchthat in the male group, the moderating effect of Confucian values on the relationship between SCS and
WFE will be stronger.
Figure 1. Hypothesized model.

Note. The solid line represents the direct effect, and the dotted lines represent the interacting effects
Methods
Sample and Procedures
Data for this study are collected from 433 full-time employees from two Confucian countries,
mainland China and Japan. Although many of the work-family interface research focuses on marriedpeople, since unmarried individuals in Confucian countries also keep close relationships with theirparents and other family members (Mao & Chi, 2011), in this study, both married and unmarriedparticipants were recruited. Our participants from China were mainly drawn from the eastern partof the mainland, and all the participants from Japan were based in Kanto and Kansai areas, which
are two major metropolitan areas in Japan. We collected the data at two points in time over two weeks
in both countries. The data from China were collected by using a free online survey website, while thedata from Japan were collected by the online survey company. All of our participants are voluntary.
WFE, Confucian values, Taoist values, and demographic information were measured at Time 1, and632 returned usable responses. In the second survey, SCS was measured, and 433 returned usable
responses, for a response rate of 68.5%.

March 2023

How Work-family Enrichment Benefits from Intrinsic Career Success: The Interactive Effect of Traditional Asian Values and Gender－7－42.56% of the participants were in their 30s, while 40.18% were in their 40s, 15.94% were in their
20s, and 0.92%were in their 50s. Most of them were female (51.73%) and married (58.20%). 81.76%of them held at least a bachelor’s degree. The majority (91.45%) have worked for four years andabove.
Measures
The questionnaires used in this study were originally constructed and validated in English. As
suggested by Breslin et al. (1973), first, the first author translated the scales into Chinese andJapanese; Second, two volunteers with an educational background in both English and Business backtranslated them into English. Finally, to confirm that the translated scales are readily understood, we
also invited two native speakers of Chinese and Japanese to check the questionnaires. Some wordings
were adjusted to ensure clarity. All the items were rated on a 5-point Likert-type scale from 1 (strongly
disagree) to 5 (strongly agree).
WFE. We assessed WFE using the 9-item scale developed by Carlson et al. (2006), including items
such as “My involvement in my work helps me acquire skills and this helps me be a better family
member”. The Cronbach’s α was .79.
SCS. We combined 2 scales to measure different dimensions of subjective career success. One was
the 5-item scale represents career satisfaction developed by Greenhaus, Parasuraman, & Wormley(1990), including items such as “I am satisfied with the progress I have made toward meeting mygoals for income”. The Cronbach’s α was .88. The other was the 4-item scale represent overall successperceptions developed by Turban & Dougherty (1994). A sample item was “ “How successful do your‘significant others’ feel your career has been.” The Cronbach’s α was .87.
Confucian values. Confucian values was measured using the 18-item scale developed by Park, Rehg,& Lee (2005), including 6 dimensions, affection between father and son (the Cronbach’s α was .52),
loyalty between sovereign and subject ( .65), distinction between the roles of husband and wife (.80), courtesy of the young for the old ( .65), trust between friends ( .72) and over-all acceptance ofConfucian ethics of individuals ( .65). A sample item was “The best room in the house should be given
to the parents.”
Taoist values. We measured Taoist values using 6-item scales developed by Lin, Ho, & Lin (2013).
A sample item was “I give subordinates autonomy to do their work without intervention.” The
Cronbach’s α was .81.
Gender. Gender was measured as a dichotic variable, as male=1, female=2.
Control variables. We introduced several variables that are commonly controlled in WFE and careerstudies, including age (in age groups), marriage (married= 1, unmarried= 2), number of children (innumbers), working industry, and organizational tenure (in years).
Results
Descriptive statistics and correlations
Table 1 displays the mean, standard deviations, and correlations among the variables in this study.
SCS is positively correlated with WFE (γ = .33, p < .01). Moreover, Confucian values (γ = .33, p <－8－

OSAKA ECONOMIC PAPERS

Vol. 72 No. 4.01) and Taoist values (γ = .20, p < .01) are both positively correlated with WFE.
Table 1 Means, standard deviations, and correlations with confidence intervals

Measurement model
Using the package “lavaan” in R (Rosseel, 2022), we conducted a series of confirmatory factor
analysis (CFAs) to measure whether the constructs captured distinct meanings. In the baseline model,
different dimensions under the same construct are treated as distinct factors. Because work-to-familyenrichment and Taoist values have too many items, we followed Li and colleagues (2021) to reduce
their indicators. Both constructs have three indicators after our parceling. We compared our baselinemodel (M1) with five alternative models: one null model (M0); two models measuring whether SCS
could be distinguished from Confucian values (M2) and Taoist values (M3); one examining whether
Confucian values could be distinguished from Taoist values (M4); and finally, one model testingwhether the constructs represented a single indictor (M5).
Compare with all other alternative models, the hypothesized 9-factor model fit the data best, the modelyield fit statistics as following: χ 2 (428) = 1281.85, p < .001; CFI = .90; IFI= .90; RMSEA= .08).
Therefore, the constructs can be distinguished well.
Hypotheses Testing
We utilized hierarchical regression analyses to test our hypotheses. For reducing multicollinearity
in the linear regression, we centered all the relevant variables in our analysis. Table 2 shows theregression results. In model 1, we regressed SCS, Confucian values, Taoist values, and gender on
WFE. In model 2 and 3, we incorporated the two-way interaction terms into equation separately
to avoid problems such as high multicollinearity. Finally, in Model 5, we entered the three-way
interaction terms into the regression. Table 2 shows the results of the moderated regression analysis.
The results of Model 1 show that SCS is significantly related to WFE (t = 4.15, p < .001). Thus,
Hypothesis 1 is supported. The results of Model 2 indicate a significant moderating effect ofMarch 2023

How Work-family Enrichment Benefits from Intrinsic Career Success: The Interactive Effect of Traditional Asian Values and Gender－9－

Confucian values on the relationship between SCS and WFE (β = -.001, ΔR2 = -.02, p < .01). Thus,
Hypothesis 2 is supported. We predict the moderating effect of Taoist values on the relationshipbetween SCS and WFE. The Hypothesis is not supported by the results in Model 3. The resultsof Model 4 reveal a significant three-way interaction effect (β = -.001, ΔR2 = -.02, p < .01). Thus,
Hypothesis 4 is supported.
Table 2 Results of the Moderated Regression Analyses

Discussion
Despite the increasing interest in employees’ perceptual evaluations of their careers and the positive
interdependence between work and personal life in recent years, little was known of the effect ofsubjective career success as a resource provider on enhancing the positive work-family interface.
Accordingly, this study aimed to assess the role of SCS, Confucian values, Taoist values, and genderaffecting WFE from the RGD perspective. The results of this study indicate that the SCS has asignificant relationship with WFE, suggesting that individuals’ intrinsic career accomplishments canperform as a resource-provider for the positive work-family interface.
Furthermore, the two-way interaction of SCS and Confucian values on WFE are confirmed by our
results, suggesting that, as we hypothesized, Confucian values may perform a function in the effectof SCS on WFE. Such as individuals with a low level of Confucian values are more likely to havethe expectations and abilities to capture resources from one’s career and exploit the resources whenparticipating in family life. While contrary to expectations, this study did not find a significant effectof Taoist values on the relationship between SCS and WFE. This surprising result may be becausethat the Taoist values in this study did not be distinguished into more specific varieties, such as
contemplative Taoism and purposive Taoism, which may have a different effect on individuals’ career－ 10 －OSAKA ECONOMIC PAPERS

Vol. 72 No. 4

attitudes and outcomes (Creel, 1970; Zhang et al., 2021). As a result, the effect of Taoist values is
confused, unclear, and insignificant. Another finding of this study is that gender may influence therelationship between SCS and WFE via Confucian values, such as in the male group, the moderating
is stronger than in the female group. This finding indicates that the moderating effect of gendersensitive factors, such as Confucian values, differs in gender-specific groups, which may be due to theuneven shift of gender role beliefs between males and females, as we hypothesized in the literature
review.
In sum, the empirical findings in this study provide a new understanding of the relationship between
subjective career success and work-family enrichment. Especially most of the studies on subjective
career success have focused on the antecedents of career success, and little was known about how
career success acts as an antecedent to other work outcomes (Spurk et al., 2019). The findings ofthis study broaden our acknowledgment of subjective career success by demonstrating its predicting
effect on the work-family interface. Moreover, although some previous studies have noticed that
Chinese traditional culture may moderate the relationship between various antecedents and the workfamily interface, little effort has been put into verifying with empirical validation, especially fromthe RGD perspective (Li et al., 2021). Thus, this study adds to the growing body of research byproviding new empirical evidence for cultural research on work-family interface study. In addition,although gender’s relationships with career development and work-family interface have been welldiscussed, most existing studies identified gender as a moderator and indicate it may shape the career
progression or the work-family experiences (Stumpf & Tymon, 2012; Chen et al., 2018; Zhao et al.,2019). By examining the joint effect of gender and gender-sensitive factors, this study also provided
insight into the effect of gender-related factors on work-family enrichment. Finally, although we havefailed to demonstrate the moderating effect of Taoist values, this study still contributes to cross-culture
management research as it implies the necessity of refining the concept and dimensions of Taoist
values.
Implications for Practice
The findings presented here may have implications for both organizations and individuals. As
mentioned above, WFE may associate with various positive outcomes such as job satisfaction andorganizational commitment. Hence, to enhance employees’ WFE, organizations and managers canpromote employees’ subjective career success by encouraging career management behaviors orproviding perceived organizational support (Haenggli et al., 2021; Ballout, 2007; Breland et al., 2007).
In addition, our findings suggest that individuals with a high level of Confucian values are less likely
to draw resources from intrinsic career success and exploit them to enhance WFE. Organizations andmanagers should encourage employees to build a reciprocal relationship between work and family.
For example, organizations should persuade especially employees with a high level of Confucianvalues to utilize flexible working policies or promote job crafting to manage work and family roles
more effectively (Chen et al., 2018; Rastogi & Chaudhary, 2018). Notably, as overtime work isprevalent in major Confucian countries, such as 996 in China and long working hours in Japan (Wang,

March 2023

How Work-family Enrichment Benefits from Intrinsic Career Success: The Interactive Effect of Traditional Asian Values and Gender－ 11 －

2020; Ogawa et al., 2018), organizations and managers may manage employees’ working hours andworkload in a more reasonable manner to ensure they can put time and energies into families.
Moreover, individuals with a high level of Confucian values should be aware that overly focusing
on one domain at the expense of the other domain may impede them from achieving an overallenrichment. Besides, the findings of this study highlight the importance of subjective career successfor individuals, suggesting that employees, especially female employees, should be conscious of thefact that although managerial positions are limited and gender inequality in the workplace still exists,
engage in work domain and achieve an intrinsic accomplishment are meaningful.
Limitations and Future ResearchSome limitations in this study should be acknowledged. First, this study was constructed as a crosssectional study. Therefore, the findings provide limited in evaluating causality among our variables.
Future research could adopt a longitudinal study to examine the potential causal effects over time.
Second, we have not separated samples from China and Japan for comparison because of our research
design. As there are nuanced differences among people’s values and behaviors across Confuciancounties (Tao et al., 2016), future research could extend our study by comparing data from countries
with cultural similarities. Finally, we expect future research could improve the measurement oftraditional cultural values and provide a more fine-grained understanding of their effect in the workplacefrom an indigenous perspective.
References
Arthur, M., Khapova, S., & Wilderom, C. (2005). Career success in a boundary less career world.
Journal of Organizational Behavior, 26, 177–202.
Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal ofmanagerial psychology, 22(3), 309–328.
Ballout, H. I. (2007). Career success: the effects of human capital, person‐environment fit andorganizational support. Journal of managerial psychology, 22, 741–765.
Baral, R., & Bhargava, S. (2011). Examining the moderating influence of gender on the relationships
between work‐family antecedents and work‐family enrichment. Gender in Management: An
International Journal, 26, 122–147.
Breland, J. W., Treadway, D. C., Duke, A. B., & Adams, G. L. (2007). The interactive effect of leadermember exchange and political skill on subjective career success. Journal of Leadership &Organizational Studies, 13(3), 1–14.
Brislin, R. W., Lonner, W. J., & Thorndike, R. M. (1973). Cross-cultural research methods (Vol. 11).
New York: J. Wiley.
Cao, J.(2009). The analysis of tendency of transition from collectivism to individualism inChina. Cross-Cultural Communication, 5(4), 42–50.
Carlson, D. S., Kacmar, K. M., Wayne, J. H., & Grzywacz, J. G. (2006). Measuring the positiveside of the work–family interface: Development and validation of a work–family enrichment

－ 12 －OSAKA ECONOMIC PAPERS

Vol. 72 No. 4

scale. Journal of vocational behavior, 68(1), 131–164.
Carlson, D. S., Thompson, M. J., Crawford, W. S., & Kacmar, K. M. (2019). Spillover andcrossover of work resources: A test of the positive flow of resources through work–familyenrichment. Journal of Organizational Behavior, 40(6), 709–722.
Chen, W., Zhang, Y., Sanders, K., & Xu, S. (2018). Family-friendly work practices and theiroutcomes in China: The mediating role of work-to-family enrichment and the moderating role ofgender. The International Journal of Human Resource Management, 29(7), 1307–1329.
Chen, Z., & Powell, G. N. (2012). No pain, no gain? A resource-based model of work-to-familyenrichment and conflict. Journal of Vocational Behavior, 81(1), 89–98.
Cho, E., & Choi, Y. (2018). A review of work and family research in Confucian Asia. In K. M.
Shockley, W. Shen, & R. C. Johnson (Eds.), The Cambridge handbook of the global work-familyinterface. Cambridge, MA: Cambridge University Press.
Creel, H. G. (1970). What is Taoism?. Midway.
Dong, Z. (2015). Luxuriant gems of the spring and autumn. Columbia University Press.
Du, R., Ai, S., & Brugha, C. M. (2011). Integrating Taoist Yin‐Yang thinking with Western nomology:
a moderating model of trust in conflict management. Chinese Management Studies.
Eagly, A.H. (1987) Sex Differences in Social Behavior: A Social-role Interpretation. Hillsdale, NJ:
Lawrence Erlbaum.
Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice andorganizational citizenship behavior in Chinese society. Administrative science quarterly, 421–
444.
Friedman, S. D., & Greenhaus, J. H. (2000). Work and family-allies or enemies?: what happens whenbusiness professionals confront life choices. Oxford University Press, USA.
Frone, M. R. (2003). Work-family balance. In J. C. Quick & L. E. Tetrick (Eds.), Handbookof occupational health psychology: 143–162. Washington, DC: American Psychological
Association.
Fung, Y. 1948. A short history of Chinese philosophy. New York: The Free Press.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational
experiences, job performance evaluations, and career outcomes. Academy of management
Journal, 33(1), 64–86.
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-familyenrichment. Academy of management review, 31(1), 72–92.
Haenggli, M., Hirschi, A., Rudolph, C. W., & Peiró, J. M. (2021). Exploring the dynamics of protean
career orientation, career management behaviors, and subjective career success: An action
regulation theory approach. Journal of vocational behavior, 131, 103650.
Hakanen, J. J., Peeters, M. C., & Perhoniemi, R. (2011). Enrichment processes and gain spirals
at work and at home: A 3‐year cross‐lagged panel study. Journal of Occupational andOrganizational Psychology, 84(1), 8–30.
Hofstede, G., & Bond, M. H. (1988). The Confucius connection: From cultural roots to economic

March 2023

How Work-family Enrichment Benefits from Intrinsic Career Success: The Interactive Effect of Traditional Asian Values and Gender－ 13 －

growth. Organizational dynamics, 16(4), 5–21.
Hofstede, G., Hofstede, G. J., & Minkov, M. (2005). Cultures and organizations: Software of themind (Vol. 2). New York: Mcgraw-hill.
Hunter, E. M., Perry, S. J., Carlson, D. S., & Smith, S. A. (2010). Linking team resources to work–
family enrichment and satisfaction. Journal of Vocational Behavior, 77(2), 304–312.
Jin, J. F., Ford, M. T., & Chen, C. C. (2013). Asymmetric differences in work–family spilloverin North America and China: Results from two heterogeneous samples. Journal of Business
Ethics, 113(1), 1–14.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz Jr, R. D. (1995). An empirical investigation of
the predictors of executive career success. Personnel psychology, 48(3), 485–519.
Koekemoer, E., Olckers, C., & Nel, C. (2020). Work–family enrichment, job satisfaction, andwork engagement: The mediating role of subjective career success. Australian Journal of
Psychology, 72(4), 347–358.
Lapierre, L. M., Li, Y., Kwan, H. K., Greenhaus, J. H., DiRenzo, M. S., & Shao, P. (2018). A
meta‐analysis of the antecedents of work–family enrichment. Journal of Organizational
Behavior, 39(4), 385–401.
Lau, D. C. (2004). Mencius. Penguin UK.
Li, D., Li, Y., Hu, Y., & Tu, Y. (2021). How do servant leadership and self-esteem at work shapefamily performance in China? A resource gain development perspective. Management Decision.
Li, H., Jones, O., Harvey, W. S., & Yang, J. (2020). A Daoist perspective on leadership: reputationbuilding in Chinese SMEs. International Journal of Entrepreneurial Behavior & Research.
Li, J., Han, X., Qi, J., & He, X. (2021). Managing one’s career: The joint effects of job autonomy,
supervisor support, and calling. Journal of Career Development, 48(6), 973–986.
Li, P. P. (2016). Global implications of the indigenous epistemological system from the East:
How to apply Yin-Yang balancing to paradox management. Cross Cultural & Strategic
Management,23(1), 42–77.
Lin, L. H., Ho, Y. L., & Lin, W. H. E. (2013). Confucian and Taoist work values: An exploratory studyof the Chinese transformational leadership behavior. Journal of Business Ethics, 113(1), 91–103.
Lu, C. Q., Xu, X. M., & Caughlin, D. E. (2015). Work–home interference and employees’ well-being
and performance: the moderating role of Chinese work value. In Handbook of research on work–
life balance in Asia (116–136). Edward Elgar Publishing.
Luszczynska, A., Gutiérrez‐Doña, B., & Schwarzer, R. (2005). General self‐efficacy in various
domains of human functioning: Evidence from five countries. International journal of
Psychology, 40(2), 80–89.
Lyu, X., & Fan, Y. (2020). Research on the relationship of work family conflict, work engagement andjob crafting: A gender perspective. Current Psychology, 1–11.
Ma, L., & Tsui, A. S. (2015). Traditional Chinese philosophies and contemporary leadership. The
Leadership Quarterly, 26(1), 13–24.
Mao, W., & Chi, I. (2011). Filial piety of children as perceived by aging parents in China. International－ 14 －OSAKA ECONOMIC PAPERS

Vol. 72 No. 4

Journal of Social Welfare, 20, S99–S108.
Marks, S. R. (1977). Multiple roles and role strain: Some notes on human energy, time andcommitment. American Sociological Review, 42, 921–936.
McNall, L. A., Nicklin, J. M., & Masuda, A. D. (2010). A meta-analytic review of the consequences
associated with work–family enrichment. Journal of Business and Psychology, 25(3), 381–396.
Ogawa, R., Seo, E., Maeno, T., Ito, M., Sanuki, M., & Maeno, T. (2018). The relationship between
long working hours and depression among first-year residents in Japan. BMC medical
education, 18(1), 1–8.
Park, H., Rehg, M. T., & Lee, D. (2005). The influence of Confucian ethics and collectivism on
whistleblowing intentions: A study of South Korean public employees. Journal of Business
Ethics, 58(4), 387–403.
Park, M., & Chesla, C. (2007). Revisiting Confucianism as a conceptual framework for Asian family
study. Journal of Family Nursing, 13(3), 293–311.
Park, Y. (2009). An integrative empirical approach to the predictors of self‐directed career
management. Career Development International, 14, 636–654
Powell, G. N., Francesco, A. M., & Ling, Y. (2009). Toward culture‐sensitive theories of the work–
family interface. Journal of organizational Behavior, 30(5), 597–616.
Ralston, D. A., Pounder, J., Lo, C. W., Wong, Y. Y., Egri, C. P., & Stauffer, J. (2006). Stability
and change in managerial work values: A longitudinal study of China, Hong Kong, and theUS. Management and Organization Review, 2(1), 67–94.
Rastogi, M., & Chaudhary, R. (2018). Job crafting and work-family enrichment: the role of positive
intrinsic work engagement. Personnel Review, 47(3), 651–674.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journalof applied psychology, 84(3), 416–427.
Schwartz, S. (2006). A theory of cultural value orientations: Explication and applications. Comparativesociology, 5(2–3), 137–182.
Shockley, K. M., Douek, J., Smith, C. R., Peter, P. Y., Dumani, S., & French, K. A. (2017).
Cross-cultural work and family research: A review of the literature. Journal of Vocational
Behavior, 101, 1–20.
Shockley, K. M., Ureksoy, H., Rodopman, O. B., Poteat, L. F., & Dullaghan, T. R. (2016).
Development of a new scale to measure subjective career success: A mixed‐methods
study. Journal of Organizational Behavior, 37(1), 128–153.
Singh, R., Ragins, B. R., & Tharenou, P. (2009). What matters most? The relative role of mentoring
and career capital in career success. Journal of Vocational Behavior, 75(1), 56–67.
Siu, O. L., Bakker, A. B., Brough, P., Lu, C. Q., Wang, H., Kalliath, T., ... & Timms, C. (2015). A
three‐wave study of antecedents of work–family enrichment: The roles of social resources andaffect. Stress and Health, 31(4), 306–314.
Spurk, D., Hirschi, A., & Dries, N. (2019). Antecedents and outcomes of objective versus subjective
career success: Competing perspectives and future directions. Journal of Management, 45(1),March 2023

How Work-family Enrichment Benefits from Intrinsic Career Success: The Interactive Effect of Traditional Asian Values and Gender－ 15 －

35–69.
Stumpf, S. A., & Tymon Jr, W. G. (2012). The effects of objective career success on subsequent
subjective career success. Journal of Vocational Behavior, 81(3), 345–353.
Tao, L., Yoon, S., & Nishijima, Y.(2016). Teinei ( 丁寧 ), Limao ( 禮貌 ), and Kongson ( 恭遜 ): A Comparison of Japanese, Chinese, and Korean Concepts of Politeness.Intercultural
Communication Studies, XXV(3).
Tian, G., Wang, J., Zhang, Z., & Wen, Y. (2019). Self-efficacy and work performance: The role ofwork engagement. Social Behavior and Personality: an international journal, 47(12), 1–7.
Turban, D. B., & Dougherty, T. W. (1994). Role of protégé personality in receipt of mentoring andcareer success. Academy of Management journal, 37(3), 688–702.
Vaziri, H., Casper, W. J., Wayne, J. H., & Matthews, R. A. (2020). Changes to the work–familyinterface during the COVID-19 pandemic: Examining predictors and implications using latenttransition analysis. Journal of Applied Psychology, 105(10), 1073.
Wang, J. J. (2020). How managers use culture and controls to impose a ‘996’work regime in Chinathat constitutes modern slavery. Accounting & Finance, 60(4), 4331–4359.
Wayne, J. H., Grzywacz, J. G., Carlson, D. S., & Kacmar, K. M. (2007). Work–family facilitation: A
theoretical explanation and model of primary antecedents and consequences. Human resource
management review, 17(1), 63–76.
Wayne, J. H., Randel, A. E., & Stevens, J. (2006). The role of identity and work–family support
in work–family enrichment and its work-related consequences. Journal of vocational
behavior, 69(3), 445–461.
Wong, K. C., & O’Driscoll, M. P. (2018). Work antecedents, Confucian work values, and workto-family interference in Hong Kong: A longitudinal study. International Journal of Stress
Management, 25(1), 60.
Xing, Y., & Starik, M. (2017). Taoist leadership and employee green behaviour: A cultural andphilosophical microfoundation of sustainability. Journal of Organizational Behavior, 38(9),1302–1319.
Xing, Y., & Sims, D. (2012). Leadership, Daoist Wu Wei and reflexivity: Flow, self-protection andexcuse in Chinese bank managers’ leadership practice. Management Learning, 43(1), 97–112.
Zhang, Y., Xu, S., Jin, J., & Ford, M. T. (2018). The within and cross domain effects of work-familyenrichment: A meta-analysis. Journal of Vocational Behavior, 104, 210–227.
Zhang, Z., Sekiguchi, T., & Li, J. (2021). An exploratory study of women’s work values in the Chinesecontext: a grounded-theory approach. Journal of Asia Business Studies.
Zhao, K., Zhang, M., & Foley, S. (2019). Testing two mechanisms linking work-to-family conflictto individual consequences: do gender and gender role orientation make a difference?. The
International Journal of Human Resource Management, 30(6), 988–1009.
Zhao, L., & Roper, J. (2011). A Confucian approach to well‐being and social capitaldevelopment. Journal of Management Development, 30(7),740–752.
Zhao, X. R., & Ghiselli, R. (2016). Why do you feel stressed in a “smile factory”? Hospitality

－ 16 －OSAKA ECONOMIC PAPERS

Vol. 72 No. 4

job characteristics influence work–family conflict and job stress. International Journal ofContemporary Hospitality Management, 28(2), 305–326.

大March 2023

【2022年度

学生懸賞論文受賞作

阪

大

学

経

済

学

－ 17 －

最優秀賞要旨】「目が合う選挙ポスター」～仕掛けによる歩きスマホ抑制の試み～
二川侑磨
スマートフォンの爆発的普及に伴い，歩きス

マホ行為を抑制することを目指した。JR 尼崎

マホという社会問題が発生している。歩きスマ

駅において仕掛けの実証実験を行い，その啓発

ホの危険性を訴えかける啓発ポスターは街中に効果を検証したところ，ロジスティック回帰分て多く見られるが，そういったポスターには，

析とχ二乗検定の結果から「目が合う選挙ポス

歩きスマホをしている人がその存在に気付かな

ター」は従来の啓発ポスターと比較して誘目効いという大きな問題点が残る。そこで本稿では果や歩きスマホ抑制効果が高いことが示唆され仕掛学の観点から従来の啓発ポスターに残る問た。しかし同時に，歩きスマホ中の通行人の注

題の解消方法について検討した。具体的には，意を引く効果には差がないこと，仕掛けの効果

誰かに見られているような感覚を引き起こすこは接触頻度にともなって低下する傾向にあることで人々の注意を引く仕掛け「目が合う選挙ポとが示され，仕掛けの改善点や具体的な活用方スター」を考案し，その仕掛けによって歩きス

法が明らかとなった。

【2022年度

学生懸賞論文受賞作

優秀賞要旨】

人的資本蓄積と R ＆ D に基づく成長モデルにおける
R ＆ D 補助金・教育補助金の分析
中塚陸朗
この論文では技術水準に依存する人的資本た。この分析により ，R&D 補助金は技術の成長の蓄積を ，R&D に基づく経済成長を組み込ん

率，人的資本の成長率と一人当たり生産量の成だ世代重複モデルに導入した。本論文では技長率を短期的にも長期的にも上げる一方で，教術水準の増加を通じて人的資本を上昇させる

育補助金は技術の成長率を上げないため長期

R&D への補助金と人的資本を直接上昇させる的な一人当たり生産量の成長率に影響を与えな教育への補助金の経済成長への効果を分析し ，いことが分かった。R&D 補助金政策導入は長その後 R&D 補助金政策の厚生への影響を調べ

期的に厚生を改善することが分かった。

大－ 18 －【2022年度 学生懸賞論文受賞作

阪

大

学

経

済

学

Vol. 72 No. 4

優秀賞要旨】

環境省政策メッセージの実証研究 i
藤井翔大

萩原志穂

竹内和也

2011 年 3 月の東日本大震災に起因する原発法（ICT）を用いて頑健性の確認も行っている。

事故を受け , 環境省は , 放射線による健康影響

その結果 , 権威があり , かつ馴染みのある組織に関する不安や風評払拭を目指した「ぐぐるプからの見解や , 多数派の認識を社会規範としてロジェクト」を実施している。その際 , 環境省

提示し同調効果を促すメッセージが放射線の健は , 科学的エビデンスの根拠として UNSCEAR

康影響に関する国民の認識を 20 % ポイント改の発表を用いている。また , 国民の 4 割が科学善することが示された。これは , メッセージの的エビデンスと異なる認識をもっていることを改善案が認識改善を促す上で効果的であること強調したメッセージを発信している。本研究でを示唆するものである。今回の検証結果をもと

は , 環境省のメッセージについて , 行動経済学に , 今後のメッセージの発信方法を再検討し ,的観点から分析し , より効果的なメッセージを

原発事故の被災地の人々に対する無意識の差別提案する。具体的には , 利用可能性ヒューリス

偏見払拭に役立たせることが期待される。

i

ティック・権威バイアス・同調効果や社会規範を活用したメッセージ案を作成し , オンライン
アンケートを用いた RCT によってメッセージの有効性の検証を行った。また , 効果の異質性に関しても分析を行った。さらに , Item Count【2022年度

学生懸賞論文受賞作

i

本研究は , 大阪大学大学院経済学研究科の倫理委員会の承認を得て行われている（承認番号 R40926）。本
研究のオンライン調査は , 環境省から研究費の支援を受けて行った。

優秀賞要旨】

アヘン貿易下におけるイギリス人のアヘンに対する価値観の変遷
芝谷琉希

曽根壮史

本稿では ，19 世紀イギリスにおけるアヘン

わけではなく，主に医薬品として利用されていに対する価値観の変遷について明らかにする。

たことがわかる。また，中国に対するアヘン輸

アヘンについては，従来，帝国主義の道具とし出に関しても ，議会でのやり取りを見る限り ，ての利用や商品作物としての経済性といった観

有害性への認識は必ずしも一般的ではなかっ点から議論されてきた。本稿では，より具体的た。19 世紀初頭に中国への銀流出に対する危惧に，当時のイギリスで実際どのように使用されから植民地化を進めていたインドから対中国アていたのかに着目する。当時の文献からは，イ

ヘン輸出が急拡大するが ，アヘンに対する「医ギリスにおいてアヘンは麻薬として使用された薬品である」という認識は罪悪感を薄めていた大March 2023

阪

大

学

経

済

学

－ 19 －と考えられる。19 世紀後半になると，知識人をでのアヘン使用の実態からは，過度に帝国主義

中心にアヘンの有害性が広く認識されるように批判に傾倒した考え方や，アジアの地域史的ななるが，庶民レベルでは万能薬として確固たる考え方から少し離れた場所から ，19 世紀イギ

地位を築いており，その認識は簡単には変わらリスの姿を見ることができるのである。

ないものであった。このように，イギリス国内【2022年度

学生懸賞論文受賞作

特別賞要旨】

大阪大学経済学部における女子学生比率の低率推移の要因分析
松岡美貴梨 北爪駿丞

Nguyen Ngoc Anh

理工系学部における男女割合の差が問題視さる「大学基本情報」のうち ，国立大学経済学部

れ，その改善に向けた取り組みが内閣府やそのの 2022 年度入学者データを用いて女子学生比他の機構によって積極的に行われている。しか率に与える要因を分析した。各大学の特徴を示

し，経済学部の女子学生比率に関して議論が交す項目を変数として重回帰分析を行った結果 ，

わされることは非常に少ない。本研究では，文

女性教員比率が有意に正の影響を及ぼしている系でありながら女子学生比率が 3 割程度にとどことが分かった。データ数に限界があったことまっている経済学部に着目して，女子学生比率もあり，その他の変数からは有意な結果を得るの時系列比較と経済学部間比較を行いその変動ことができなかった。

要因を調査した。その結果を踏まえて ，大阪

以上から ，国立大学である大阪大学経済学部

大学経済学部の女子学生比率の低迷要因を考の女子学生比率は，不況による負の影響をあま察 ，改善策の検討を行った。時系列比較では ，り受けず，女性教員比率の低さがその低迷要因

文部科学省が実施している「学校基本調査」のの一つであることが分かった。ただし留意点と2000 年度から 2022 年度までの関係学科別入学

して，本研究では偏差値が説明変数や被説明変者データを用いて，景気変動が経済学部の女子数に与える影響を排除して分析を行っているた

学生比率に与える影響を調査した。回帰分析のめ，一概にこの結果が正しいとは言えない。し結果，公立大学や私立大学の経済学部女子学生

かし，女性教員比率と女子学生比率の間には強比率に関しては，景気拡大が正の影響を及ぼしい関連性が確認されたことから，女性教員数をていることが示唆されたが，国立大学では有意増加させる施策は経済学部の女子学生比率の改な結果が得られなかった。経済学部間比較で善に貢献すると期待できる。

は，大学改革支援・学位授与機構が公表してい－ 20 －

【2022年度

大

阪大

学部学生による自主研究奨励事業

学

経

済

学

Vol. 72 No. 4

最優秀研究要旨】

大学生の予算制約，時間制約における選択が行動に与える影響，
およびその行動が学生の現在，将来に与える影響
源真太朗

岩永颯太

溝内悠太

大学生である我々は ，お金と時間の制約の中いる可能性が示唆された。また，勉強時間の増で行動しており，その中で意思決定を行なって加がメンタルヘルスの向上に繋がるという有意いる。その制約の中でも本稿では「奨学金制度」

な結果も得られなかった。このことを踏まえと「勉強時間」に着目し，「奨学金の有無」が「勉て，経済状況に関係なく学習意欲の高いものに強時間」に対してどのような影響を与え ，その奨学金を給付するアプローチを考え，アンケー

上で選択された行動が学生生活の満足度にどのトの結果から「勉強が楽しい」と分類されたグような影響を与えるのか検討していく。

ループに対しても同様の分析を行ったが，結果大阪大学の学部生 397 人を対象にしたアンとしては予想と反して奨学金を受け取ると勉強ケートを用いて，複数の統計手法によって明ら時間を減らす可能性が示された。このことからかになったのは，奨学金をもらっても学生は勉

我々は政策提言として，学問を奨励する役割を

強時間を増やすとは言えないということであっ持った補助金制度を導入するならば，学習意欲

た。このことから奨学金が担うのは「勉強を奨の高い学生に支給するアプローチは不十分で使励する」役割ではなく ，生活を奨学金非受給者用用途を研究用途のみに限定したものなどが望と同等にする「生活補償金」の役割に留まってましいと考えた。

竹Vol. 72 No. 4

岡

敬

温

先

生

を

悼

む

March 2023

竹岡敬温先生を悼む

本学名誉教授竹岡敬温先生は，2022（令和 4）年 10 月 26 日，病のためご入院中のところを亡くなられました。ご逝去を悼み，そのご経歴とご業績の一端をあらためて紹介いたします。
先生は 1932（昭和 7）年 1 月，京都府のお生まれでした。1954（昭和 29）年 3 月京都大学
文学部をご卒業後，1957（昭和 32）年 3 月同大学院文学研究科修士課程修了，1960（昭和 35）
年 4 月から大阪大学大学院経済学研究科で，経済史研究の泰斗であった宮本又次先生（本学名誉教授）に学ばれ，同博士課程を経て，1962（昭和 37）年 8 月に本学助手に採用されています。講師，助教授を経て 1976（昭和 51）年 1 月に本学教授にご就任，1988（昭和 63）年 4
月から 1990（平成 2）年 3 月まで大阪大学評議員を務められました。この間，1975（昭和 50）
年 3 月には経済学博士の学位を取得されています。また 1964（昭和 39）年から 1966（昭和41）年まで，文部省在外研究員・フランス政府給費留学生としてソルボンヌ大学および国立高等研究院第 6 部門に学び，フランス物価史研究における指導的研究者であるエルンスト・ラブ
ルース，ジャン・ムーブレらに直接の薫陶を受けられました。1981（昭和 56）年からは 1 年にわたりパリ第 10 大学経済学科客員教授も勤められています。
1995（平成 7）年 3 月の停年退職まで一貫して本学で社会経済史学・経営史学の教育・研究に献身され，同年 4 月に大阪大学名誉教授の称号を授与されました。また，本学ご停年後は大阪学院大学で 2007（平成 19）年 3 月まで教授として教鞭をとられ，2008（平成 20）年 4 月に同大学名誉教授となられています。
先生は，わが国における社会経済史学ならびに経営史学の発展に大きく貢献されました。おもに西洋経済史 ･ 経営史とりわけフランス近現代経済史 ･ 経営史の研究において，綿密かつ堅牢な実証分析にもとづいた研究成果を多方面であげられ，これらはただちに学界の共有財産となっています。
先生は時系列データの厳密な統計処理にもとづく物価史研究を，わが国においてはじめて本大－ 22 －

阪

大

学

経

済

学

Vol. 72 No. 4

格的に導入されました。あわせてフランス・アナール学派の紹介と普及を通じて西洋史研究の視角拡大に寄与され，また，日仏の工作機械製造業の比較研究（国際共同研究）などにおいても独創的な業績をあげられました。最近では 1930 年代フランス現代社会史の叙述に尽力され，これらはそれぞれの分野で研究史上の画期をなすものとの評価が定まっています。
1974（昭和 49）年に主著の一つ『近代フランス物価史序説―価格革命の研究―』（創文社・刊）を公刊されましたが，以降もきわめて精力的に著作を世に問われ続けました。1988（昭和63）年の『Des enterprises françaises et japonaises face á la mécatronique（メカトロニクス化に直面する仏日企業）』（共著）（LEST-CNRS・刊），1990（平成 2）年『「アナール」学派と社会史―「新しい歴史」へ向かって―』（同文館・刊），2007（平成 19）年公刊の全 4 部 20 章 980 ペー
ジにわたる大著『世界恐慌期フランスの社会―経済・政治・ファシズム』（御茶の水書房・刊）などですが，残念ながらご生前最後の著作となった 2020（令和 2）年の『ファシズムへの偏流―ジャック・ドリオとフランス人民党』上下巻（国書刊行会・刊）は，大家が研究史上ほぼ未踏の領域を独力で切り拓いたものとして，学界を超えた大きな反響を呼びました。
なおこれら多年の業績により，正四位に叙されています。
先生の価格史研究は，PC はおろか電卓すら普及していなかった当時，機械式の手回し計算機を用いて膨大な価格データを処理するというきわめて忍耐を要する作業により進められたものでした。その手回し計算機は現在も経済史経営史史料室の一隅にあり，数量経済史研究の労苦多い出発点を教えてくれています。昭和 20 年代後半の大学生として一面では苛烈な青春期をおくられた先生が，不健全な観念性を脱した数量的実証による歴史分析にまず没頭され，そしてキャリアの後期に政治イデオロギーの狂瀾をみた 1930 年代欧州社会に対峙されたことには，一後進として感銘を受けざるを得ません。
1980 年代後半に先生の謦咳に接した我々の世代は，先生の温顔をのみ思い出せます。学部
ゼミナール（現在の研究セミナー）では 1987（昭和 62）年からゼミ旅行で海外を訪れるのが恒例となり，これは当時の阪大ではまだ珍しく，他のゼミからもゼミ旅行にのみ参加する学生が多数いたほどでした。返還前の香港，台湾，マレーシアなどに私などもご一緒出来ましたのは，いまも忘れがたい思い出です。
先生から指導いただいた私どもが受けた，公私にわたる多大な御恩に触れる紙幅もありませんが，あらためて深く御礼を申し上げ，安らかなご休息をお祈りいたします。


（鴋澤

歩

大阪大学大学院経済学研究科教授）

大Vol. 72 No. 4

阪

大

学

『大阪大学経済学』

総

論
論

経

済

学

March 2023

第72巻

目

題

令和4－5年

次

著

者

巻

号

年

月

頁

文

Dealers and the formation of premium brands in the German car industry: Audi AG (1990–2020)… Pierre-Yves Donzé, Tomonori Inukai, Koichi Nakagawa and Kentaro Nobeoka

72 ― 1R. 4. 61 ― 1872 ― 2R. 4. 91 ― 26

Reexamining Ownership Structure, ESG Engagements, and Corporate Financial Performance:
The Nonlinear Relationship in Japan ………………………………Wenjun Kuang
上司行動が従業員のリテンションと職場内外での行動に与える影響：「職務への埋め込み」の媒介効果の可能性
徳・開

本

浩

矢

72 ― 3R. 4. 121 ― 20……………………………………………………………………黒

澤

俊

亮

72 ― 3R. 4. 12

21 ― 41…………………………………………Zhuo Zhang, Jie Li and Tomoki Sekiguchi

72 ― 4R. 5. 3

1 ― 16………………………………………………高階

利

会計エンフォースメント研究における理論分析の課題
How Work-family Enrichment Beneﬁts from Intrinsic Career Success:
The Interactive Eﬀect of Traditional Asian Values and Gender

彙

報

学会消息

……………………………………………………………………………

72 ― 1R. 4. 6

19 ― 422022 年度

学生懸賞論文

72 ― 4R. 5. 3

17 ― 192022 年度

学部学生による自主研究奨励事業

72 ― 4R. 5. 320

歩72 ― 4R. 5. 3

21 ― 22

総目次 ……………………………

72 ― 4R. 5. 3i

受賞作要旨 …………………………………………
最優秀研究要旨 ……………

訃報：竹岡敬温先生を悼む……………………………………鴋

『大阪大学経済学』第 72 巻

令和 4 － 5 年－i－澤Editorial Policy
The Osaka Daigaku Keizaigaku (English title, Osaka Economic Papers) is published quarterly by the Economic Society ofOsaka University and the Graduate School of Economics, Osaka University. The articles may be either in Japanese or inWestern languages.
The Journal shall be under the editorial direction of an editorial board of three persons chosen from members of the
Graduate School of Economics of Osaka University. The editorial board shall select papers for publication from submissions
and classify them into the following categories : articles, notes, data, and book reviews.
Researchers who belong to the Graduate School of Economics of Osaka University may submit their studies for publication
to this journal. Those who do not belong to the Graduate School may also publish their papers in this journal, if theircontribution is closely related to research being undertaken in the Graduate School of Economics of Osaka University.
In the case of contributed manuscripts, the author should be a member of the Economic Society of Osaka University, who
has paid the yearly membership fee of 4,000 yen.

大阪大学経済学

第72巻

第 4 号（通巻235号）

令和 5 年 3 月発行



編集兼発行人〒560―0043

豊中市待兼山町 1 番 7 号

印

刷

所

〒920―0855

金沢市武蔵町 7 番10号

発

行

所

〒560―0043

豊中市待兼山町 1 番 7 号

開

本

浩

矢

能登印刷株式会社
大阪大学経済学会・大阪大学大学院経済学研究科
tel

06―6850―5270

fax

06―6850―5270

振替00940―2―19842

Vol. 72

No. 4

March 2023

ArticleHow Work-family Enrichment Beneﬁts from Intrinsic Career Success:
The Interactive Eﬀect of Traditional Asian Values and Gender･･････････････････････････････････････････････････････････････････････････････Zhuo Zhang, Jie Li and Tomoki Sekiguchi

1

Abstracts of Prize-Winning Papers in the Students Essay Contest, 2022 ･････････････････････

17

Undergraduate Research Support Project, 2022 ･･･････････････････････････････････････････

20

In Memory of Professor Yukiharu Takeoka ･････････････････････････････････････ Ayumu Banzawa

21

Index to Volume 72 (2022‒2023) ････････････････････････････････････････････････････････

i

THE ECONOMIC SOCIETY OF OSAKA UNIVERSITYGRADUATE SCHOOL OF ECONOMICS, OSAKA UNIVERSITY